Monthly Archives: February 2011

Did you know that you can instantly calculate in your head the number of years that a quantity will double in, given its annual rate of growth? Picture yourself in a conference or discussion where, for example, someone says that … Continue reading →

The growing appetite for human capital analytics is drawing more professionals into the wider “market” for human capital analytics, including some players who ought to have done a little more homework. We hereby announce the Nelson Touch Consulting Awards for … Continue reading →

Are these two notions distinct, synonymous or complementary? Many views prevail in the literature. I find the views of John Kotter and Peter Northouse particularly compelling, based on my own experience with leaders and managers at all levels of organizations, … Continue reading →

What are the different connotations ascribed to the term “human capital” by HR professionals and what is a simple way to illustrate the variety? The opportunity to examine these two questions came up recently as part of some work with … Continue reading →

As HR professionals wrap their heads around predictive human capital analytics, one of the capabilities required will be a firm grasp of probability. Not just relevant probability theory, but a feel for the numbers as well. Why is this important? … Continue reading →

The following is a letter to the editor of HR Executive Magazine published in the Jan/Feb 2011 issue. As the article suggests, pay transparency is more than just revealing everyone’s pay. Rather than opening a Pandora’s box of emotions and unhealthy thoughts (“Ha – … Continue reading →

In his Research for the Real World column in World at Work’s Workspan magazine, Kevin Hallock asserts that CEO pay is positively correlated with firm size, even when controlling for a number of other variables. Should we be surprised? I … Continue reading →